Training need analysis is the first step to identify the types of training to suit the needs of employees so that it has competence in accordance with the positions and functions. Without Training Need Analysis can result in losses for the individual employees, divisions, and companies in the long term. Training need analysis is the first step of the preparation cycle training program. This step is also very important because one of these activities resulted in a variety of activities next to one of the training ultimately did not provide any results for the organization. Accuracy in the analysis of training needs is the key point of success developing employee skills and knowledge. After the training process is complete then the next step is the evaluation of training results. There are 4 levels of models in evaluating the effectiveness of training outcomes. This training will discuss how to prepare training needs and how to design a training evaluation.

TRAINING NEED ANALYSIS AND EVALUATION OBJECTIVE

Knowing how the mind frame in the preparation of training programs

Ensure the training needs associated with organizational goals

Knowing the various levels of training needs

Knowing various ways to identify the needs at each level

Knowing the link between the identification of training needs with the preparation and evaluation of training objectives.

Able to plan the training evaluation and follow-up

TRAINING NEED ANALYSIS AND EVALUATION OUTLINE

Preliminary

Target Training

Participant Expectations

Mindset Preparation Training Program

Identification of Training Needs Final Results.

Three Level Analysis

Organizational Level Analysis

Analysis of Job Level

Analysis of Individual Level

Organizational Level Analysis

Definition of Organizational Level

Methods of Training Needs Identification Organizational Level

Job Level Analysis

Definition Level Jobs

Methods of Training Needs Identification Level Jobs

Individual Level Analysis

Definition of Individual Level

Method of Individual Identification of Training Needs Level.

Evaluation of training results at the level of the reaction, the level of knowledge, level of behavior and level ResultWorkshop TNA compose and arrange training evaluation

WHO SHOULD ATTEND ON TRAINING NEED ANALYSIS AND TRAINING EVALUATION

Human Resource managers and staff.

The manager and staff training.

Managers and staff are responsible for determining the appropriate training for employees.

SWOT Analysis is a strategic planning method used to evaluate the strengths, weaknesses, opportunities, and threats in a project or a business venture. The four factors that form the acronym SWOT (strengths, weaknesses, opportunities, and threats). This process involves determining the specific purpose of the business venture or project and identifying the internal and external factors that support and are not in achieving that goal. SWOT analysis can be applied in a way to analyze and sort out various matters affecting the fourth factor, then apply the SWOT matrix image, where the application is how strengths were able to take advantage of the opportunities that exist, how to overcome the weaknesses that prevent the profit advantage of existing opportunities, further how power is able to face the threats that exist, and the last is how to cope with weaknesses that can make a real threat or create a new threat. This training will discuss how to prepare a SWOT analysis to formulate the corpoorate’s strategy.

SWOT ANAYSIS FOR ORGANIZATION’S STRATEGY TRAINING OBJECTIVE

Knowing the SWOT as one way of in formulating organizations strategy.

Understand the function and application of SWOT

Developing Corporate Strategy

SWOT ANAYSIS FOR ORGANIZATION’S STRATEGY TRAINING OUTLINE

Understanding the dynamics of corporate environment.

Dynamics of macro environment.

Dynamics of Corporate Stakeholder

SWOT Analysis (Strength, Weakness, Opportunity and Threat).

Study the importance of reevaluation and reformulation the vision and mission of the company.

One of the functions of management is controlling. Supervisory management is a part of the controlling function of management. Supervisory management is very important to support the achievement of corporate goals. If the supervisory management that run by employees and supervisors in a company is not going well then the goal that has been set is meaningless. In addition, the planning of the companies that have well-structured and detailed, will not have a significant impact without any optimization of supervisor function, which is to carry out supervisory function.

SUPERVISORY MANAGEMENT PROGRAM Training Purpose

After this training, participants should be able to::

Understanding the significance of supervisory management.

Understanding the duties of a supervisor

Knowing the stages of the regulatory process

Knowing the design of the regulatory process

Knowing managerial control tools

Knowing the characteristics and techniques of effective supervision.

SUPERVISORY MANAGEMENT PROGRAM TRAINING MATERIAL

Definition and scope of supervisory management

Supervisor’s tasks

Delivering motivation and performance appraisal

The stages in supervision process

Setting standards

Determination of success tasks measurement

Measuring of employee perfomance

Comparing the finished job with the standart and deviation analysis

Correvtive application

Design of supervision process

Managerial controlling tools

Management by exception

Management information system

Characteristics and techniques of effective supervision

Characteristics of effective monitoring

Monitoring’s methods

Qualitative technique incontrolling

Quantitative technique incontrolling.

SUPERVISORY MANAGEMENT PROGRAM TRAINING PARTICIPANTS

The training is intended for supervisors in different sections or departments who wish to understand what the duties and obligations. In addition, the training is directed to all employees from different parts of who are interested to equip himself with a career in supervisory management that can then be run well.

Stress must be experienced by all individuals in the organization. Stress can be positive and negative impacts on the individual performance. At certain limit, stress can optimize the individual performance in the organization which is called eustress. Otherwise, stress may also degrade the individual performance and cause a variety of seriouse diseases, including cancer, heart attack, bronchitis, tuberculosis, asthma and even a death. Organizational concern for employees, in order to understands the input and output of stress and stress management will optimize the performance of organization in the future. This training aims to equip employees to understand the causes of stress and techniques to manage it.

Stress Management Training Contents

Fctors that cause stress: intrinsic factor of work

Cause stress(continued): the role of the individual in the organization, career development, work groups, organizational structure and climate, demands of the parties outside the organization

Resolution of issues that do managers often have a negative impact and create new problems. In cases such as cost cutting program, Detmer (2006) observed cases of Rohr Corporation’s Riverside (RCR), California which originally caused the problem declining profits. The program is proven to increase 55% profit in the first year of implementation, but the impact on the 3% decline in sales in the next two or three years.

In the current global competition, managers face some big problems that are related to one another in a complex tangle of issues. Analytical approach as in the case of previous RCR seems to solve the problem of short-term profit decline, but when viewed in the larger system turned out to pose a new problem that has more impact than the previous problem solving

Peter Senge (2006), expert systems thinking, systems thinking and introduce 11 5 components of the new technology that is able to transform an organization into a learning organization. Eleventh five-component systems thinking and new technologies need to be understood and internalized by each manager, to be able to make strategic decisions that impact (not just logically), effective (not just efficiently), and harmony (not just static).

STRATEGIC THINKING TRAINING OUTLINE

Approach in Managerial Decision:

reactive approach

anticipatory approach

generative approach

Understanding the Process Thinking:

How MENTAL MODEL affected how managers (knowledge management case)

How to change the manager to see leverage points PERSPECTIVE new (Marketing case, innovation case)

How managers see the interdependency of a problem (BCC Case, Case Rohr)

How managers focused on STRUCTURE and CULTURE that build up and cause behavior changes according to destination system (Telkom case)

Strategic planning inventory and warehousing logistics management are the key success in logistic management and material flow in a manufacturer. The increasing of customer needs with a various product, make the company reviewing their inventory strategy. One of the main functions of inventory is material requirements planning, where its aims to plan the quantity and the moment when goods are needed at an optimum charge level by considering the usage factor and lead time material procurement. Material requirements planning system can be divided into two types, the dependent and independent inventory. Independent inventory have two methods used in material requirements planning, there are Fixed Order Quantity (Economic Order Quantity / Q system) and Fixed Order Period (System P). Both of these systems are different in terms of the concept and its application. This Training will provides knowledge, insight, and skills in strategic planning inventory, warehousing, material requirements and using modern methods and equipped with practical applications and real examples in the work floor.

Many companies reviewing their inventory strategy along with the increasing user’s needed about the different kinds of spare parts or materials. One of the main functions of inventory is material requirements planning, where this function aims to plan quantity and when materials are needed at an optimum charge level. To support such decisions should be determined the minimum amount of existing inventory in the warehouse and the reorder level of each material. This calculation requires precision because it is influenced by many factors, such as fluctuations in the level of consumption, fluctuations in supply lead time and service level desired. This training will discuss the management of spare parts and inventory control including exercises in applying the method to determine minimum stock and reorder levels taking into account various factors mentioned above. Best practices of several companies, both private and state-owned enterprises to enrich the case will be discussed along with practical applications and real examples.

Spare Part Management & Inventory Control Training Goals

After this training, the participants are expected to:

Understand the strategy of providing goods

Understand and be able to control parts

Able to provide the necessary goods in the process of overhauling

Able to efficiently manage spare parts and can apply the method to determine Reorder level and minimum stock for inventory optimization

To evaluate the material planning system which has been running so they can know the core of the problems encountered and how to solve.

Corporate activities are always faced with the risks related to its functions to create value for the stakeholders. The rapid development from internal and external environment led to the increasing complexity of business risk. Application of risk management in a structured and integrated needs to be done by the company to be able to adapt the business environment. If it can be done well, then the risk management to be a vital force for corporate governance, so it is an urgent matter that must be applied by the company.